Part 2: Accessibility and Accommodations
It is important for employers to understand the candidate experience for job seekers with disabilities. The first part of doing this is going back to basics to&nbsp;<a href="https://www.careercircle.com/blog/post/the-candidate-experience-blog-series-part-1-unde" rel="follow">fully understand Disability 101</a>. Secondly, truly understanding accessibility and accommodations are key to helping improve the hiring process for candidates with disabilities.
Inaccessible online job applications and misunderstandings about reasonable accommodations can be two barriers to employment for job seekers with disabilities. Accessibility is defined as &ldquo;the design of products, devices, services, and/or environments for people of varying abilities.&rdquo;
There are multiple federal laws that outline requirements and guidelines around access and employment. This includes Section 508 of the Rehabilitation Act of 1973, which requires Federal agencies to make their electronic and information technology (EIT) accessible to people with disabilities; Web Content Accessibility Guidelines (WCAG 2.1), which defines how to make Web content more accessible to people with disabilities; and Title 1 of the ADA, which prohibits employment discrimination against qualified individuals with disabilities with equal access to employment opportunities and reasonable accommodations by employers with 15 employees or more.
&ldquo;Accessibility&rdquo; can be broken into four categories:
<ol>
<li>Universal Design&nbsp;- making something accessible to all people regardless of age, disability or other factor. An example is using voice access on a cell phone.</li>
<li>Physical Accessibility&nbsp;- access to the physical environment. Examples are parking lots, conference rooms, workspaces, hallways, interview locations, and emergency exits.</li>
<li>Digital Accessibility&nbsp;- ability of a website, mobile application, or electronic document to be easily navigated and understood by a wide range of users.</li>
<li>Assistive Technology&nbsp;- assistive, adaptive, and rehabilitative devices for people with disabilities.&nbsp;Examples are screen readers or speech-to-text applications.</li>
</ol>
Under the ADA, a reasonable accommodation is defined as &ldquo;a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process.&rdquo; If a job candidate requests a reasonable accommodation, the employer should provide or direct the candidate to the company&rsquo;s accommodation statement.
Other tips on providing accessibility and accommodations include:
<ul>
<li>Ensuring your social media posts are accessible! Job seekers often turn to social media for their job search and to research a company&rsquo;s employer brand prior to applying.&nbsp; One example of accessibility is having closed captioning in every video.</li>
<li>Ensuring all work-related, non-HTML content like PDFs, Excel, etc. are fully accessible. Acrobat Pro has a &ldquo;check accessibility&rdquo; tool to ensure your PDFs are accessible. Current employees who have not self-disclosed having a disability may greatly benefit from accessible documents.</li>
<li>The accommodation statement should be in an easy-to-find place. Best practice is to have it both at the bottom of all pages of the website in an easy-to-read size font, and at the bottom of all job descriptions.</li>
</ul>
While there is a common misconception that accommodations are expensive, most accommodations cost less than $500, and 59 percent cost nothing at all. In fact, remaining proactive about providing accommodations often benefits everyone in the workplace. Here are some&nbsp;<a href="https://www.dol.gov/odep/topics/Accommodations.htm" rel="noopener noreferrer" target="_blank">examples of accommodations</a>.
Find an A-Z guide of disabilities and accommodations, as well as what actual candidates have to say about accommodations in our e-book&nbsp;<a target="_blank" rel="follow noopener" href="https://go.careercircle.com/candidate-experience-for-job-seekers-with-disabilities">&ldquo;Understanding the Candidate Experience for Job Seekers with Disabilities.&rdquo;</a>
For more resources and guidance on accessibility and accommodations, contact the CareerCircle team.&nbsp;
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.

Discover insightful articles on building inclusive work environments and fostering diverse talent communities.

The Candidate Experience Blog Series Part 2: Accessibility and Accommodations

A workplace should be inclusive and friendly to all employees. Not all working tools are ideal for supporting all employees' activity at work. If you have disability inclusion team members, treating them right is necessary. 
 The role of Augmentative and Alternative Communication (AAC) tools is essential for supporting people with disabilities. The automated nature of AAC tools makes creating and sharing messages easier so that communication can run seamlessly. With various options available on the market, choosing one can be challenging for you. So we&rsquo;ve rolled up five top internal communication tools to support disability inclusion in your company. Keep reading! 
<h2> Grid 3 (for PC)</h2>
 Grid 3 is a comprehensive assistive software designed to help people with disabilities. It offers many features that can help them communicate easily. Also, consider using specific communication channels such as <a href="https://breadnbeyond.com/explainer-videos/">explainer videos</a> so new employees can retain crucial information better. Users can customize and control their computer environment according to their preferences. So they can personalize their working tools to provide the utmost comfort while working. The symbol communication feature allows users to choose words and phrases represented by symbols to communicate. There are ready-made grid sets available, and the editing interface is touch-friendly and easy to use. Moreover, the accessible apps in Grid 3 give access to Facebook, YouTube, email, SMS, and much more. This way, it gets easier for them to communicate and share updates with other employees. 
<h2> Predictable 5 (All Platforms)</h2>
 Predictable may appear elementary at first glance. But it is one of the best communication apps for everyday conversation with family, friends, and coworkers. Predictable offers a range of features designed to assist users in constructing sentences quickly and accurately. This feature is especially helpful for those with communication difficulties who need support making sentences in real-time. There is also backend support for all users through a free login profile. Changes made to settings and saved phrases are automatically and securely sent to the cloud, which users can transfer onto another device. 
Another feature is Floorhold, which speaks sentences while the user types their message. This feature is handy for AAC users who require time to build their responses and want their listeners to wait. Users can choose between automatic, manual, or both options to find the most suitable mode. In addition, Predictable offers five different keyboards, including a 10-key for scanning assistance and a customizable appearance with a modern and practical user interface. 
<h2>EZ Speech Pro (for iOS &amp; Android)</h2>
 EZ Speech Pro is another option to support disability inclusion employees. This app is mainly designed for those who can read but have limited ability to speak. One of the key features is Typing-to-Speech, which allows users to type in anything they want to say and press the &ldquo;Speak&rdquo; button. This feature provides a quick and easy way for individuals to communicate their thoughts and needs to others. EZ Speech also has Text Saving/Retrieval that users can use to create long paragraphs or complete speeches and save them for later retrieval. This feature ensures that users can access their pre-written messages anytime and communicate more efficiently.
&nbsp;
Moreover, EZ Speech allows users to create customized vocabularies with Topics and associated Phrases. Users can add as many Topics and phrases as they like and build a customized language. The app even comes preloaded with 13 Topics and over 350+ phrases, and users can type something and press the &ldquo;Speak&rdquo; button. This feature offers great flexibility and enables individuals to express themselves more accurately and confidently. 
<h2>Clarocom (for iOS)</h2>
 ClaroCom is an AAC app designed for iPad or iPhone. It aims to assist individuals with difficulties producing or comprehending spoken or written language. Offering text-to-speech features, it serves as a communication aid to replace speech or support writing for people with&nbsp;disabilities. Moreover, Clarocom comes in two free and paid versions that users can easily install on their iPhone or iPad. It has word and phrase predictions on a phrase bar above the keyboard. As it speaks out the phrases and sentences, the in-built voices are high-quality to provide the most natural output. 
<h2> Mind Express 4 (for PC)</h2>
 Mind Express is a communication software designed to assist people with communication disorders.&nbsp; The software draws on more than 20 years of experience supporting users worldwide, including those with cerebral palsy, autism (ASD), selective mutism, MS, MND, Down&rsquo;s syndrome, aphasia, and more, in their daily activities. Mind Express is used for various purposes, including <a href="https://onlinebizbooster.net/how-to-improve-team-communication/">communicating with partners</a>, friends, and coworkers. It also has leisure activities like playing games or watching movies. Many organizations, clinics, and schools utilize the app as a communication and teaching aid for children and adults. 
<h2>Takeaway</h2>
 Using supporting communication tools to aid employees is necessary to help them perform optimally. Some inclusive workers may already have communication tools, but companies also need to ensure that the tools they use are ideal for working. The above options are some of the best communication tools for disability-inclusive employers and can really help promote a <a href="https://spacehuntr.com/journal/15-team-building-activities-to-promote-diversity-and-inclusion/">diverse and inclusive work environment</a>. Some are available for desktop use, while others are compatible with smartphones and tablets. Besides, there are also free options available.
 Our platform is designed to connect you with the best and brightest candidates who bring unique perspectives and experiences to your team. Inclusion is not just a buzzword, it's a competitive advantage in today's rapidly evolving business landscape. Companies that prioritize equity and inclusion enjoy increased innovation, creativity, and employee satisfaction. Contact us at gettinghired@careercircle.com to take the first step toward building a more inclusive and successful workplace! 
<hr>
 Content Contributor:
Andre Oentoro is the founder of Breadnbeyond, an award-winning explainer video production company. He helps businesses increase conversion rates, close more sales, and get positive ROI from explainer videos (in that order). <img src="https://cdn.buttercms.com/kWxHkXH8SqmggDXpCE9L">

Tools to Support Disability Inclusion | Getting Hired

Tools to Support Disability Inclusion

Women make up more than half of the world&rsquo;s population, and yet, according to an article in Fortune, <a href="https://fortune.com/2021/06/02/female-ceos-fortune-500-2021-women-ceo-list-roz-brewer-walgreens-karen-lynch-cvs-thasunda-brown-duckett-tiaa/">women occupy less than 10% of executive positions</a> worldwide. That&rsquo;s a problem not only for women in the business world but also for companies and consumers around the globe. 
The simple reality is that we are all diminished by the relative dearth of women at the top of the corporate ladder. This article explores the reasons why women should pursue C-suite positions. 
<h2>Overcoming Imposter Syndrome</h2>
On the surface level, of course, the reasons why women should go for executive positions in business are obvious. They&rsquo;ll earn a significantly higher income. They&rsquo;ll enjoy more professional prestige. They will have enormous career mobility and a vast array of professional opportunities unfolding at their feet. 
These, however, are only the obvious and perhaps most immediate perks. Other advantages of pursuing a top-level leadership position may be less apparent but are likely far more meaningful. 
No matter the industry, a large number of women in business suffer from &ldquo;imposter syndrome,&rdquo; the pervasive and often debilitating sense that their best simply isn&rsquo;t good enough. Perhaps even worse, imposter syndrome leads people to believe that their successes, their accomplishments, are meaningless, a freak of chance rather than the manifestation and outcome of true talent and diligent effort. 
When you have imposter syndrome, you believe, whether you are consciously aware of this belief or not, that you and your accomplishments are fraudulent. That self-perception typically elicits one of two types of responses. 
Either you drive yourself relentlessly and mercilessly to delay the inevitable day when you are finally found out and you lose everything, or your lack of belief in yourself prohibits you from striving for more. Thus, you never aspire for the C-suite, because, in your heart of hearts, you don&rsquo;t think you belong there. 
Women, and women of color, in particular, have been found to <a href="https://www.bbc.com/worklife/article/20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder">suffer disproportionately from imposter syndrome</a>. This may come as no surprise given the traditional dominance of men, especially white men, at the highest echelons of the corporate world. Historically, companies have been led by men, and a corporate culture shaped by &ldquo;masculine&rdquo; traits, such as aggressiveness, competitiveness, and dominance. 
Heteronormative and patriarchal gender norms have historically counseled cooperativeness, compromise, and, yes, even submission, from women. These are characteristics that hardly spell success in the business world, at least according to traditional paradigms. 
A recent report by YPO on the issue of <a href="https://www.ypo.org/ypo-reports/gender-equality-in-the-c-suite/">gender equality in the global workforce</a> found that while 51% of male executives aspired to a senior leadership position early on, only&nbsp;one-third of female business leaders report having begun their careers with such ambitions. 
The researchers suggest that societal norms have served to temper women&rsquo;s career goals and, by extension,&nbsp;implicitly and explicitly characterize the C-suite as the proper provenance of men. It is little wonder, then, that women should experience imposter syndrome, that they should consciously or unconsciously perceive their success to be at once false and temporary. 
<h2>Behaving Your Way to Success</h2>
As pervasive as imposter syndrome may be, it can be overcome. Indeed, pursuing an executive position is probably the surest antidote for imposter syndrome, particularly when self-doubt takes hold. 
This is why it is imperative for women in business to always be future-focused, not only for their organization but for their own careers. Even in the earliest stages of their careers, women should be defining the trajectory they want their professional path to take. Ideally, this process would include partnering with management to <a href="https://onlinemba.montclair.edu/how-to-grow-within-a-company/" rel="noopener" target="_blank">formulate a strategy for growth within the company</a>. 
And once you have that strategy in place, you have to pursue it to the hilt, acquiring the training and <a href="https://www.careercircle.com/blog/post/7-essential-soft-skills-for-getting-and-keeping-a" rel="follow noopener" target="_blank">honing the essential soft skills</a> that make a leader. In other words, vision, when supported and affirmed by action, builds self-confidence and a sense of belonging in the halls of power. As those attributes grow, the effects of imposter syndrome inevitably decline. 
<h2>Redefining How Business Works</h2>
Every woman who aspires to the C-suite does more than simply cultivate her own career. She also systematically models success for other women and traditionally marginalized groups. At the same time, she reshapes what the corporate world looks like and, quite literally, how it works. 
When a female executive enters the C-suite, she establishes it as her own, and, in so doing, she chips away at the long-standing assumption that the executive office is the domain of men. 
However, women change the dynamics and culture of the C-suite not just by their presence but also by their ideas, values, and lived experiences. Female leaders, for example, bring new <a href="https://lucidspark.com/blog/understanding-voice-of-the-customer" rel="noopener" target="_blank">perspectives on the &ldquo;voice&rdquo; of the consumer</a>, who they are, what they want, and how they are to be served. &nbsp;
 After all, women aren&rsquo;t just half of the global population, they are also half of the global market, and yet their purported needs and interests have been defined and served almost exclusively by men. Women in senior leadership enable the executive suite to enjoy a much more accurate, holistic, and comprehensive view of the market &mdash; and there are few things more important to a corporation&rsquo;s success. 
<h2>The Takeaway</h2>
For centuries, women have played subordinate roles in business, that is, when they have been admitted into the corporate world at all. Even today, men represent a highly disproportionate number of senior executives. If a sea change for gender equality in the workforce is to occur, more women must pursue C-suite positions. Doing so will mean more than advancing her own career. It will, inevitably and systematically, inaugurate a shift in corporate culture and will revolutionize the way businesses operate.
&nbsp; 
Content Contributor:
Ainsley Lawrence is a freelance writer from the Pacific Northwest. She is interested in better living through technology and education. She loves traveling to beautiful places and is frequently lost in a good book. <img src="https://cdn.buttercms.com/ddtAhqjuRJGpTsY3S4lA" width="230" height="231">

Why Women Should Go For C-Suite Positions | Getting Hired

Why Women Should Go For C-Suite Positions

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Keep up to date with CareerCircle's latest blog posts on keeping an inclusive workforce.

The Candidate Experience Blog Series Part 2: Accessibility and Accommodations

Tools to Support Disability Inclusion

Why Women Should Go For C-Suite Positions

The Candidate Experience Blog Series Part 2: Accessibility and Accommodations

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